7.
What looks like resistance is often a lack of clarity.
Switch, Dan and Chip Heath

8.
The concept of diversity encompasses acceptance and respect.It means understanding that each individual is unique,and recognizing our individual differences.These can be alongthe dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs,political beliefs, or other ideologies.It is the explorationof these differences in a safe, positive, and nurturing environment.It is about understanding each other and moving beyondsimple tolerance to embracing and celebrating therich dimensions of diversity contained within each individual.

21.
low
belongingness
high
belongingness
low value in uniqueness
exclusion:
Individual is not treated as an organizational insider with unique
value in the work group but there are other employees or groups who are insiders.
high valuein uniqueness

22.
low
belongingness
high
belongingness
low value in uniqueness
exclusion:
Individual is not treated as an organizational insider with unique
value in the work group but there are other employees or groups who are insiders.
assimilation:
Individual is treated as an insider in the work group when they conform to org. / dominant culture
norms and downplay uniqueness.
high valuein uniqueness

23.
low
belongingness
high
belongingness
low value in uniqueness
exclusion:
Individual is not treated as an organizational insider with unique
value in the work group but there are other employees or groups who are insiders.
assimilation:
Individual is treated as an insider in the work group when they conform to org. / dominant culture
norms and downplay uniqueness.
high valuein uniqueness
differentiation:
Individual is not treated as an organizational insider in the work
group but their unique characteristics are seen as valuable and required for group / organization success.

24.
low
belongingness
high
belongingness
low value in uniqueness
exclusion:
Individual is not treated as an organizational insider with unique
value in the work group but there are other employees or groups who are insiders.
assimilation:
Individual is treated as an insider in the work group when they conform to org. / dominant culture
norms and downplay uniqueness.
high valuein uniqueness
differentiation:
Individual is not treated as an organizational insider in the work
group but their unique characteristics are seen as valuable and required for group / organization success.
inclusion:
Individual is treated as an insider and also allowed/encouraged to retain uniqueness within the work group.

25.
low
belongingness
high
belongingness
low value in uniqueness
exclusion:
Individual is not treated as an organizational insider with unique
value in the work group but there are other employees or groups who are insiders.
assimilation:
Individual is treated as an insider in the work group when they conform to org. / dominant culture
norms and downplay uniqueness.
high valuein uniqueness
differentiation:
Individual is not treated as an organizational insider in the work
group but their unique characteristics are seen as valuable and required for group / organization success.
inclusion:
Individual is treated as an insider and also allowed/encouraged to retain uniqueness within the work group.

26.
self censorship
playing small
covering
downplaying differences
conforming
Fear of Being Different Stifles Talent

27.
•29% altered their attire, grooming or mannerisms to make their identity less obvious
•40% refrained from behavior commonly associated with a given identity
•57% avoided sticking up for their identity group
•18% limited contact with members of a group they belong to

29.
Groups often fail to outperform individuals because they prematurely move to consensus, with dissenting opinions being suppressed or dismissed.
-Hackman & Morris, Advances in Experimental Social Psychology

30.
groupthink:
mode of thinking that happens when the desire for harmony in a decision-making group overrides a realistic appraisal of alternatives. Group members try to minimize conflict and reach a consensus decision without critical evaluation of alternative ideas or viewpoints.

41.
pygmalion effect
Based on research by Robert Rosenthal and Lenore Jacobson, showing that biased expectations affect reality and create self- fulfilling prophecies as a result.

42.
confirmation bias
Our tendency to search for or interpret new information in a way that confirms preconceptions and avoids information and interpretations which contradict prior beliefs.

43.
fundamental attribution error
An unjustified tendency to assume that a person’s actions depend on what kind of person that person is rather than on the social environmental forces influencing the person.

44.
homophily:the tendency of individuals to associate andbondwith similar others. More than 100studies have observed homophily in some form or another establishing that similarity breeds connection. These include age, gender, class, and organizational role.

45.
If you do not intentionally, include, you will unintentionally exclude.